According to Stonewall, 35% of LGBT staff have hidden their sexuality or gender identity at work for fear of discrimination. Additionally, many who are out have experienced discrimination and harassment. And those who belong to other marginalised groups suffer even more.
With one of the biggest socio-political debates happening right now revolving around the LGBTQ community – particularly those who are trans – protecting, supporting, including and celebrating LGBTQ employees has never been more important.
With lived experience of being part of the LGBTQ community and having undertaken courses in LGBTQ+ Awareness and understanding the Equality Act 2010, and having spoken more specifically about topics for organisations including Atlanta Group and Bibby Financial Services, I am a great up and coming speaker and consultant to book for your company.
Topics relating to LGBTQ issues I can give include:
- A brief look at UK LGBT+ History and its future (for LGBT+ History Month in February)
- Pride Month: Going above and beyond it for your LGBTQ colleagues (does not have to be delivered in June)
- Intersectionality: the LGBTQ ESEA community
- The LGBTQ mental health epidemic
- Dealing with anti-LGBTQ misconduct in the workplace
- Implementing LGBTQ-inclusive language
- Being an LGBTQ ally
- The double-sided activism coin: protecting employees from “free speech”
If you’re finding that your LGBTQ employees are leaving your organisation, are less likely to speak up, OR that your diversity data shows low numbers of LGBTQ people (because they are perhaps not wishing to disclose such information), these talks (or consultancy packages) could be highly beneficial. They will help you:
- Understand why LGBTQ people may be keeping their identities to themselves
- Find ways to not necessarily encourage them to come out but to ensure your workplace is a safe and inclusive space where they won’t face adversity if they ever did
- Listen to your LGBTQ employees’ voices and concerns; 66% of companies say a member of their leadership team acts as an executive sponsor for a LGBTQ+ employee network. But how does this translate into creating a sense of belonging, improving LGBTQ diversity and addressing and mitigating queerphobia (homophobia, biphobia and transphobia)?
- Deal with conflicting employee views, opinions and consequential behaviours, especially in socio-political LGBTQ contexts
Please note I do not specialise in trans and non-binary specific issues or talks but can happily recommend experts for them. However, if any of the other services and talks I can offer are of interest, please do not hesitate to contact me below.
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